Faculty Handbook - Fairmont State University

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employees. This plan shall address increases for all employees other than the
President.
2.2. The general salary increase plan shall be developed after state-wide salary
mandates have been accounted for. Statewide salary mandates shall include
salary increases for faculty promoted in rank, as well as required incremental
funding of the classified employee “entry rate,” if applicable.
2.3. After the cost of state-wide salary mandates has been separately accounted for,
the President’s general salary increase plan shall be submitted to the Board for
approval.
2.3.1. The plan shall reflect separately the total projected costs of
aggregate salary increases for faculty, for non-classified employees,
and for classified employees.
2.3.2. The plan shall reflect the aggregate percentage increase in salary to
be paid to faculty, non-classified, and classified employees.
2.3.3. The increase in salary for each of the three groups of employees shall
be comparable, but not necessarily equivalent. If the increases are
not comparable, the President shall present a justification with the
proposal.
2.4. The Board shall act, in response to the plan submitted, to establish the aggregate
dollars to be allocated each year for general salary increases for each of the
three groups of employees. The aggregate increase in dollars shall be distributed
in accordance with Sections 3, 4 and 5 of this Policy.
SECTION 3. FACULTY SALARY POLICY
The total dollars for this increase in aggregate faculty salaries shall be
distributed among faculty as follows:
3.1. The Distribution of Faculty New Pay Monies Each Fiscal Year
3.1.1. Salary Inequities Distributions: Twenty-five percent (25%) of the
total faculty salary pool shall be distributed to address salary
inequities until such time that a lower percentage is sufficient to
bring all faculty to 90% of their target salary. Of this amount, a
minimum of 80% (or 20%) will be used to fund the salary equity
model with the balance restricted for special cases at the discretion
of the Provost. The salary equity model is based on median data from
the College and University Professional Association for Human
Resources (CUPA), taking into account discipline and rank. Time in
rank and possession of a terminal degree affect the actual target
salary as follows:
The CUPA peer group will be all Bachelor and Masters
Institutions.
No terminal degree - 10% reduction in CUPA base for rank and
discipline. This does not apply to C&TC faculty.
Zero time in rank - 10% reduction in CUPA base for rank and
discipline